{"id":150,"date":"2011-12-09T16:01:25","date_gmt":"2011-12-09T16:01:25","guid":{"rendered":"http:\/\/blogs.kent.ac.uk\/change-academy\/?p=150"},"modified":"2011-12-09T16:01:25","modified_gmt":"2011-12-09T16:01:25","slug":"managing-change-delivering-public-sector-reform","status":"publish","type":"post","link":"https:\/\/blogs.kent.ac.uk\/change-academy\/2011\/12\/09\/managing-change-delivering-public-sector-reform\/","title":{"rendered":"Managing Change: delivering public sector reform"},"content":{"rendered":"<p align=\"center\"><strong>Public Service Events\u2019 inaugural conference<\/strong><\/p>\n<p align=\"center\"><strong>Wednesday 7 December 2011, the Barbican, London<\/strong><\/p>\n<p align=\"center\"><strong>Notes from Chlo\u00e9 Gallien<\/strong><\/p>\n<p>Cindy Vallance, Steph Klaric and myself attended the above yesterday.<\/p>\n<p>Details of programmes and speakers can be found on: \u00a0<\/p>\n<p>\u00a0<a href=\"http:\/\/www.publicserviceevents.co.uk\/overview\/191\/managing-change\">http:\/\/www.publicserviceevents.co.uk\/overview\/191\/managing-change<\/a><\/p>\n<p>\u00a0Although the question of \u201cwhat turns an ordinary project into one that really delivers beneficial change?\u201d was very interesting, the conference did not, unfortunately, quite live up to our expectations. It suffered from not even a passing reference to universities being made as well as from an overexposure to talking head presentations by middle-aged white males from Whitehall.. \u00a0(See my \u201ctips for conference organisers\u201d at the end).\u00a0 There were, however, a few \u201ctake-aways\u201d for me, which I have noted below:<\/p>\n<p><strong>Some recurring themes: \u00a0<\/strong><\/p>\n<ul>\n<li>The importance-\u00a0 and difficulty-\u00a0 of disseminating learning :\ufffd\n<ul>\n<li>How to learn quickly from models that worked?<\/li>\n<li>How to ensure that lessons, from successes as well as failures, are propagated and learned, not just observed?<\/li>\n<li>Also to ensure that people know- and talk- about successes not just failures?<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>The importance-\u00a0 and difficulty-\u00a0 of getting buy-in and \u00a0overcoming resistance to change:\n<ul>\n<li>Useful to use simple, stakeholders\u2019 analysis to identify allies, \u201cneutrals\u201d and \u201cblockers\u201d; important not to focus on \u201cblockers\u201d but to strengthen allies\u2019 commitment and work with them to convince \u201cneutrals\u201d.<\/li>\n<li>Have clear map of how projects link with organisation\u2019s strategic objectives<\/li>\n<li>Be absolutely clear and honest in all communication, about what is driving the change but also about the scope and constraints of the initiative.<\/li>\n<li>Do not be afraid of sharing bad news and do not avoid difficult questions or conversations.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>How to resolve tension between needing to \u201cget on with things\u201d and get results and the equally important need to think things through before acting?<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Idea of the day<\/strong><\/p>\n<p>Providing a \u201c<strong>conversations wall<\/strong>\u201d in a prominent place where everyone in the organisation is encouraged to write or use sticky notes to post ideas\/suggestions\/comments\/quotes\/drawings\/ photos on a monthly theme.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Quotes of the day<\/strong><\/p>\n<p>\u201cWe are talking about a mindset, not another manual.\u201d<\/p>\n<p>\u201cChange is not fun.\u00a0 It is a route to a much improved future.\u201d<\/p>\n<p>\u201cThere is no change without risk; we just need to be able to manage that risk.\u201d<\/p>\n<p>\u201cEveryone wants authority by no one wants accountability.\u201d<\/p>\n<p>\u201cPeople change one person at a time.\u201d<\/p>\n<p>\u201cConsultants can do many things but they cannot transform your organisation for you.\u201d<\/p>\n<p>\u201cDon\u2019t share a solution; share a problem which everyone is involved in solving.\u201d It made me think of another quote heard on another occasion: &#8220;One needs to develop a shared plan rather than share a developed plan&#8221;.<\/p>\n<p>&nbsp;<\/p>\n<p>\u201cWe never communicate enough.\u201d<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Tips for conference organisers<\/strong>:<\/p>\n<ul>\n<li>Provide speakers with\u00a0 participants\u2019 lists before hand and ask them to ensure that they try and \u00a0adapt their\u00a0 presentations accordingly<\/li>\n<li>Try and think of varying the presentation formats as well as the type of presenters.<\/li>\n<li>Ask your speakers to avoid unexplained acronyms,\u00a0 over- crowded slides, \u00a0or \u00a0slides which are illegible at the back of the room<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Public Service Events\u2019 inaugural conference Wednesday 7 December 2011, the Barbican, London Notes from Chlo\u00e9 Gallien Cindy Vallance, Steph Klaric and myself attended the above yesterday. Details of programmes and speakers can be found on: \u00a0 \u00a0http:\/\/www.publicserviceevents.co.uk\/overview\/191\/managing-change \u00a0Although the question of \u201cwhat turns an ordinary project into one that really delivers beneficial change?\u201d was very &hellip; <a href=\"https:\/\/blogs.kent.ac.uk\/change-academy\/2011\/12\/09\/managing-change-delivering-public-sector-reform\/\" class=\"more-link\">Continue reading <span class=\"screen-reader-text\">Managing Change: delivering public sector reform<\/span> <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2265,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[8947],"tags":[],"_links":{"self":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/150"}],"collection":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/users\/2265"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/comments?post=150"}],"version-history":[{"count":3,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/150\/revisions"}],"predecessor-version":[{"id":153,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/150\/revisions\/153"}],"wp:attachment":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/media?parent=150"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/categories?post=150"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/tags?post=150"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}